Air Services escalating salaries and bonuses........
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IFEZ, you are absolutely correct.
Airservices is a disgrace.
The statement about limiting executive pay increases is a smoke and mirrors exercise. Airservices have created "new" positions, with substantial salary benefits, and appointing encumbent staff. This technically doesn't come under the definition of a pay increase as they are new positions incorporating new job specifications. This constant restructuring looks good on paper to please our useless politicians but does nothing to enhance service or cost savings to the industry, or, God forbid, safety!
Airservices is a disgrace.
The statement about limiting executive pay increases is a smoke and mirrors exercise. Airservices have created "new" positions, with substantial salary benefits, and appointing encumbent staff. This technically doesn't come under the definition of a pay increase as they are new positions incorporating new job specifications. This constant restructuring looks good on paper to please our useless politicians but does nothing to enhance service or cost savings to the industry, or, God forbid, safety!
Airservices was doing ok until the ALM concept. Basically, managers were put on relatively short term contracts, with bonus clauses. In the first round of this process, many dedicated, sharp operators were not willing to sell their souls to the company. In fact, the number of management positions pretty well outnumbered the applicants. The result was that sycophantic yes men/ladies got the slots. If they disagreed with senior (executive) management, they were terminated. So, we ended up with underachieving yes men/ladies, bullying etc to achieve their KPI's, and taking the bonus. Result, the company has lost the plot, yes men/ladies selling their souls, and the line controllers, seeing this, despairing, and becoming disengaged, line toers. I could name several brilliant management candidates that wouldn't sell their integrity. I could name several hopeless management stooges that have negative ability, still on the take, snouts in the trough. To give but one example of the insanity, there is now the situation of a manager who has only ever been an en route controller managing a tower, with basically no ratings, no experience of that position. Only a few short years ago, it was forbidden for controllers to cross streams, i.e, en route to transition to tower, vice versa, etc. The bulk of line controllers are dedicated, about 80% of management are there by default, hopeless in everything but self interest. The whole ALM/contract model is a flawed concept. There has been heaps written about the perils of performance bonuses, especially short term, so I won't bore the readers here.
Last edited by growahead; 17th Jun 2015 at 13:29.
Who is more important to "the company", the CEO or the janitor?
Well, if they both take 2 weeks holiday. No-one will even know the CEO is gone, but when the toilets don't get cleaned and all the bins fill up with rubbish, that's when you realise that the Janitor is worth as much, if not more, to the company than the CEO.
There is no person, in any company or organisation, who is actually more valuable than any other person. The organisation requires everyone to do their job well.
Top executives do NOT deserve more than the people doing the job.
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framer
That is so true. Trouble is most folk don't ever have that realisation.
To continue on from where you left off, the determination of salary or hourly rate is known as "leverage at the point of sale".
In society we have neurosurgeons and we have garbage truck drivers. One is a luxury service and the other prevents the many problems and diseases that poor sanitation of cities presents without it.
Who is more important? The Garbo obviously. But when it comes to you needing spinal or brain surgery, the leverage at the point of sale becomes the driving force because almost anyone can be a garbo truck driver. You don't want them swapping roles.
That is so true. Trouble is most folk don't ever have that realisation.
To continue on from where you left off, the determination of salary or hourly rate is known as "leverage at the point of sale".
In society we have neurosurgeons and we have garbage truck drivers. One is a luxury service and the other prevents the many problems and diseases that poor sanitation of cities presents without it.
Who is more important? The Garbo obviously. But when it comes to you needing spinal or brain surgery, the leverage at the point of sale becomes the driving force because almost anyone can be a garbo truck driver. You don't want them swapping roles.
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The Other Side of the Story
Response to The Australian
Seems like Mr Higgins isn't interested in providing a balanced report? Even though Airservices formally advises him that his facts are not correct he doesn't see the need to clearly mention this fact in his article?
Objective and fair journalism is the mark of a good democratic society, Mr Higgins.
Seems like Mr Higgins isn't interested in providing a balanced report? Even though Airservices formally advises him that his facts are not correct he doesn't see the need to clearly mention this fact in his article?
Objective and fair journalism is the mark of a good democratic society, Mr Higgins.
They've all sat around previously and decided shutting down navaids will save a bunch of money.
Now once again, they're sitting around, Joe Hockey style, smoking cigars and congratulating themselves on their bonuses and saved costs - while we fly around with over stated reliance on GNSS to get the job done.
They should be building more radars and installing more ILS's, rather than paying exorbitant management salaries and ripping out every second navaid.
Now once again, they're sitting around, Joe Hockey style, smoking cigars and congratulating themselves on their bonuses and saved costs - while we fly around with over stated reliance on GNSS to get the job done.
They should be building more radars and installing more ILS's, rather than paying exorbitant management salaries and ripping out every second navaid.
I think you'll find it goes like this;
Airport installs navaid (generally paid for by airport)
Navaid is calibrated by Aeropearl (under contract to Airservices, but paid for by the airport....at least initially. Recalibration paid by Airservices....I think)
Navaid operated/maintained by Airservices (cause they are only organisation that can operate navaids (excluding RAAF).
Airport installs navaid (generally paid for by airport)
Navaid is calibrated by Aeropearl (under contract to Airservices, but paid for by the airport....at least initially. Recalibration paid by Airservices....I think)
Navaid operated/maintained by Airservices (cause they are only organisation that can operate navaids (excluding RAAF).
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Not quite but nearly.
Airservices does new navaid installation apart from civil works which are contracted out. Install comes under Part 171 certification which only airservices has.
Flight testing done by Aeropearl and charged as part of contract with airport owner. Subsequent periodic testing ( every three months for ILS ) is also charged to the navaid owner ie airport. This is why a nu,ber of private navaid owners want to get rid of them - the ongoing maintenance charges.
The aid is then owned by the airport but has to be maintained by airservices under Part 171.
Airservices does new navaid installation apart from civil works which are contracted out. Install comes under Part 171 certification which only airservices has.
Flight testing done by Aeropearl and charged as part of contract with airport owner. Subsequent periodic testing ( every three months for ILS ) is also charged to the navaid owner ie airport. This is why a nu,ber of private navaid owners want to get rid of them - the ongoing maintenance charges.
The aid is then owned by the airport but has to be maintained by airservices under Part 171.
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You guys are off the beam. Controllers only earn their big income from ad's, i.e. Overtime or emergency duty. Their salaries are capped around $180,000 (many don't earn that) but with "extras", which means working a lot of extra hours, that can balloon out to $250,000+. Don't criticise them! They earn their bloody money!
So called managers, upholding the corporate BS, bully and threaten committed workers. Pilot's love to criticise those controllers at the coal face but WAKE UP and have a look at the wankers behind the business who are committed to changing the CULTURE!?. They're the one's who are ripping the system off with their over inflated salaries.
So called managers, upholding the corporate BS, bully and threaten committed workers. Pilot's love to criticise those controllers at the coal face but WAKE UP and have a look at the wankers behind the business who are committed to changing the CULTURE!?. They're the one's who are ripping the system off with their over inflated salaries.
Thread Starter
......................................................
Senate speeds Airservices inquiry
• by: EAN HIGGINS
• From: The Australian
• June 20, 2015 12:00AM
The Senate is fast-tracking an ¬inquiry into Airservices Australia following revelations of a blowout in executive pay, alleged credit-card rorting and its failure to gain approval for major capital works.
The move follows The Australian’s revelations recently of a 40 per cent-plus rise in senior executive salaries, including a 60 per cent increase in performance bonuses to nearly $800,000 for fewer than a dozen managers.
The inquiry will also look into aviation issues facing Airservices, which runs the nation’s air traffic control system and airport firefighting services, including whether controlled airspace should be extended where radar is available.
It will canvass whether firefighters at regional airports without control towers should be trained to use the Unicom radio service to give basic air-traffic and weather information to pilots.
The inquiry will subpoena Airservices’ financial records to hold an audit and call witnesses, including chairman Angus Houston.
The Senate’s rural, regional affairs and transport legislation committee plans to meet the week after next to map out the investi¬gation, with a view to holding public hearings in one or two months.
The committee chairman, Liberal senator Bill Heffernan, said the inquiry would examine “recent revelations” and other matters, but declined to comment further.
The revelations have given Labor and Coalition committee members the impetus to delve into a government-owned organisation that they believe has ¬serious ¬issues of administration, transparency and accountability.
The committee’s senior Labor senator, Glenn Sterle, noted the revelation in 2012 that then Airservices chief executive Greg Russell had run up a corporate credit-card bill of $243,702 between January 2007 and August 2010.
He resigned soon after the exposure but Airservices defended the credit-card use as acceptable for an executive whose job required him to travel internationally and to host senior aviation officials.
Senator Sterle said the organisation had to be held accountable, saying this applied to replacement chief executive Margaret Staib, the board and Sir Angus.
A Coalition senator said: “It seems to me it has been a seriously uninspected operation.”
At a Senate estimates hearing in October, committee members of all parties castigated Ms Staib, criticising Airservices’ failure to meet its statutory obligation to advise the Senate of major capital works proposals.
They were also incredulous that alleged credit- card fraud by a middle manager had not been reported to police.
Although she promised senators she would consider the matter, Ms Staib never reported the alleged fraud, informing Senator Heffernan by letter that the established loss amounted to less than $3000 and she had used her statutory discretion to not refer it.
Yesterday, Airservices said the bigger salary pool for senior executives reflected changes in the composition of top management and an adjustment after a dip.
It said the average rise in base salary last financial year was 2.25 per cent and, according to its calculations, 5.2 per cent including bonuses.
• by: EAN HIGGINS
• From: The Australian
• June 20, 2015 12:00AM
The Senate is fast-tracking an ¬inquiry into Airservices Australia following revelations of a blowout in executive pay, alleged credit-card rorting and its failure to gain approval for major capital works.
The move follows The Australian’s revelations recently of a 40 per cent-plus rise in senior executive salaries, including a 60 per cent increase in performance bonuses to nearly $800,000 for fewer than a dozen managers.
The inquiry will also look into aviation issues facing Airservices, which runs the nation’s air traffic control system and airport firefighting services, including whether controlled airspace should be extended where radar is available.
It will canvass whether firefighters at regional airports without control towers should be trained to use the Unicom radio service to give basic air-traffic and weather information to pilots.
The inquiry will subpoena Airservices’ financial records to hold an audit and call witnesses, including chairman Angus Houston.
The Senate’s rural, regional affairs and transport legislation committee plans to meet the week after next to map out the investi¬gation, with a view to holding public hearings in one or two months.
The committee chairman, Liberal senator Bill Heffernan, said the inquiry would examine “recent revelations” and other matters, but declined to comment further.
The revelations have given Labor and Coalition committee members the impetus to delve into a government-owned organisation that they believe has ¬serious ¬issues of administration, transparency and accountability.
The committee’s senior Labor senator, Glenn Sterle, noted the revelation in 2012 that then Airservices chief executive Greg Russell had run up a corporate credit-card bill of $243,702 between January 2007 and August 2010.
He resigned soon after the exposure but Airservices defended the credit-card use as acceptable for an executive whose job required him to travel internationally and to host senior aviation officials.
Senator Sterle said the organisation had to be held accountable, saying this applied to replacement chief executive Margaret Staib, the board and Sir Angus.
A Coalition senator said: “It seems to me it has been a seriously uninspected operation.”
At a Senate estimates hearing in October, committee members of all parties castigated Ms Staib, criticising Airservices’ failure to meet its statutory obligation to advise the Senate of major capital works proposals.
They were also incredulous that alleged credit- card fraud by a middle manager had not been reported to police.
Although she promised senators she would consider the matter, Ms Staib never reported the alleged fraud, informing Senator Heffernan by letter that the established loss amounted to less than $3000 and she had used her statutory discretion to not refer it.
Yesterday, Airservices said the bigger salary pool for senior executives reflected changes in the composition of top management and an adjustment after a dip.
It said the average rise in base salary last financial year was 2.25 per cent and, according to its calculations, 5.2 per cent including bonuses.
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With the upcoming ATC EBA rapidly approaching, how long before AsA start crying poor when it comes to raises for the staff who actually do the job? Or has that started already?
I suspect the ASA firies would have a case for more $$$$ with their EBA if they are required to provide UNICOM services (more work value, additional duties etc. = more $$$$).
From what I hear its already started - new pricing regime, Industry wanting more for less, CFO gone, government framework, cost savings etc, etc.
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@framer
I leaned towards your way of thinking twenty years ago when I was finished studying and working in the "rat-race" trying to get ahead.
My thinking has changed since then, to reflect that joy does not come from money nor power.
It's not that "people are equal or life should be fair" but that joy comes from not caring about money and power.
Learn that, and people start to become equal, and life starts to become fair.
If everyone learned that, then people would be "equal" and life would be "fair".
Quote:
Who is more important to "the company", the CEO or the janitor?
Well, if they both take 2 weeks holiday. No-one will even know the CEO is gone, but when the toilets don't get cleaned and all the bins fill up with rubbish, that's when you realise that the Janitor is worth as much, if not more, to the company than the CEO.
There is no person, in any company or organisation, who is actually more valuable than any other person. The organisation requires everyone to do their job well.
Top executives do NOT deserve more than the people doing the job.
I leaned towards your way of thinking twenty years ago when I was studying so I can empathise with your mindset. My thinking has changed over the years with the creeping realisation that human nature prevents workable systems being introduced to an organisation or country when the systems main premise is the idea that people are equal or that life should be fair. The main reason for this is that people are not equal, and life is not fair
Who is more important to "the company", the CEO or the janitor?
Well, if they both take 2 weeks holiday. No-one will even know the CEO is gone, but when the toilets don't get cleaned and all the bins fill up with rubbish, that's when you realise that the Janitor is worth as much, if not more, to the company than the CEO.
There is no person, in any company or organisation, who is actually more valuable than any other person. The organisation requires everyone to do their job well.
Top executives do NOT deserve more than the people doing the job.
I leaned towards your way of thinking twenty years ago when I was studying so I can empathise with your mindset. My thinking has changed over the years with the creeping realisation that human nature prevents workable systems being introduced to an organisation or country when the systems main premise is the idea that people are equal or that life should be fair. The main reason for this is that people are not equal, and life is not fair
My thinking has changed since then, to reflect that joy does not come from money nor power.
It's not that "people are equal or life should be fair" but that joy comes from not caring about money and power.
Learn that, and people start to become equal, and life starts to become fair.
If everyone learned that, then people would be "equal" and life would be "fair".
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CEO Direct - 15 June 2015
You may have seen an article in today’s The Australian newspaper falsely claiming that salaries for Airservices senior executives rose by more than 40 per cent in the last two years.
Let me assure you that this statement is completely incorrect and the correct information was provided to the journalist last week.
Airservices has today written to both the journalist and the Editor of The Australian requesting that they print a correction to this inaccurate and misleading article—view letter to the editor.
As you are aware, there are tough market conditions being faced by our customers and a range of efforts have been underway for some time to reduce our operating costs across the business.
These efforts have extended to the Executive group and senior leadership team and will continue. This included the implementation of an Executive pay freeze for the 2014–15 financial year and for the upcoming 2015–16 financial year.
Prior to the pay freeze, the average Executive remuneration for our senior executive rose on average 2.25 per cent for the 2013–14 financial year.
The Executive pay freeze is just one way we continue to demonstrate our financial restraint to our customers, industry and government.
Cost saving is all of our responsibility and this extends to the Executive and senior leadership team. I know that across our business we all continue to look for ways to work smarter and more efficiently and thank you for your ongoing efforts in this area.
Mark Rodwell
Acting Chief Executive Officer
You may have seen an article in today’s The Australian newspaper falsely claiming that salaries for Airservices senior executives rose by more than 40 per cent in the last two years.
Let me assure you that this statement is completely incorrect and the correct information was provided to the journalist last week.
Airservices has today written to both the journalist and the Editor of The Australian requesting that they print a correction to this inaccurate and misleading article—view letter to the editor.
As you are aware, there are tough market conditions being faced by our customers and a range of efforts have been underway for some time to reduce our operating costs across the business.
These efforts have extended to the Executive group and senior leadership team and will continue. This included the implementation of an Executive pay freeze for the 2014–15 financial year and for the upcoming 2015–16 financial year.
Prior to the pay freeze, the average Executive remuneration for our senior executive rose on average 2.25 per cent for the 2013–14 financial year.
The Executive pay freeze is just one way we continue to demonstrate our financial restraint to our customers, industry and government.
Cost saving is all of our responsibility and this extends to the Executive and senior leadership team. I know that across our business we all continue to look for ways to work smarter and more efficiently and thank you for your ongoing efforts in this area.
Mark Rodwell
Acting Chief Executive Officer
